When the topic of workplace diversity, equity, and inclusion (DEI) management is addressed, senior executives and board members sometimes raise concerns about some stakeholders “losing power” when an organization commits to engaging, empowering, and elevating historically underrepresented and undervalued stakeholders into the highest levels of an organization in aggressive and achievable ways. These leaders falsely believe that DEI is a zero-sum game, or the idea that when one person gains something, another loses something in exactly the same amount. This post confirms through research and anecdotal experiences that DEI is instead a game where all parties can truly win. If you are curious about how to begin a DEI dialogue in your own organization, let’s set up a time to talk.

In advance of my consultancy’s first webinar, Engaging LGBTQ Employees, I am encouraging prospective participants to share their opinions about the topic here. The results will help identify the pain points employers are attempting to resolve, and will inform the Q&A webinar discussion. The discussion will go deep into examining if and how employers are recruiting, retaining, and developing LGBTQ employees. There will also be an opportunity to learn more about how my consultancy can help organizations like yours develop and execute LGBTQ diversity, inclusion, and equity strategies.